The first thing to note is that employer/employee rights may differ quite dramatically from country to country, and often even within regions of that country. However, there are a few main components1 of these rights that will be considered in some form in most countries' business laws:

employ ability - many places outlaw discrimination in an employer's choice of workers that has to do with their ethnicity, sexual orientation, gender and age, though there are practical exceptions (e.g. physically demanding jobs may have an upper age limit, though some believe that they should be tested solely for their ability to perform the task)

workplace conditions - the building must meet regulations according to its location. In jobs like construction and warehousing, workplace safety can be a huge factors. It's also important to know if an employee can sue the company for injuries received on-site. Employers also often have a responsibility to accommodate an employee's individual needs up until it causes them undue hardship

termination - how much notice is required, employee discipline, severance packages, warnings systems, and defining just cause are all points to consider to protect a company from being sued for wrongful termination

business interests - who owns the content an employee creates while he works there, non-disclosure policies, confidentiality of passwords and data, non-competition clauses, etc.

benefits/compensation - depending on the region, employees will be entitled to a certain amount of time off, a minimum wage, overtime pay, regular breaks, daily and weekly work hour limits, company pension plans and health benefits all come under this area of employer/employee rights

Unions are groups of professionals that band together to ensure their rights as employees are upheld. If a member feels their rights are violated (being asked to work unpaid overtime, or not receiving compensation for an injury sustained at work) they can contact their union and often settle the disagreement this way as many employers would face blacklisting by that union otherwise. Public service unions can also go on strike to demonstrate that they believe they are lacking rights, or that their wage/benefits packages are unreasonable. If you are part of a union, no matter what your personal experience or beliefs are, you are obligated to join in strikes and not work for blacklisted companies as the support must go both ways. You could be cut off from the union if you do not support them in return.

Beyond legal requirements, employers usually have the right to conduct their business in whichever manner they see fit. There is no real equivalent to the union for employers however, and they are more often the defendant in court cases, but as long as they have adhered to the country's laws, frivolous law suits brought against them should dissolve quickly after an investigation.

The 1991 Civil Rights act created the "Glass Ceiling Commission":
Answer one of the following.
to determine why black men were more likely to be promoted in spite of the glass ceiling.
to determine whether a "glass ceiling" exists.
to investigate the barriers to female and minority advancement in the workplace.

Q. Sandy hated all unions. Although she fully believed that she treated her employees very well (in fact much better than they ever deserved), while she was in the hospital several employees discussed the possibility of unionizing Sandy's factory. Describe the procedure they will have to follow in order to get to the point whe

A woman worked as a laborer at a manufacturing plant. She had recently given birth to child that she was breastfeeding. Over a two week period after she had returned to work from parental leave, the woman took unauthorized beaks (about 15 min. each) to pump breast milk. Employees in the plant take bathroom breaks throughout the

I need some help with the questions below regarding union organizing efforts. Please respond with any recent union organizing (within the last 3-4 years), in any industry or geographic area within the United States.
Please respond with as much information as possible and citations so that I can do further research. Your res

Explain the differences between an Employer's Title VII obligations for the protected class of "religion" as compared with all of the other protected classes under Title VII.
Do you think state governments should be able to add "protected classes" to those covered by Title VII? Two (2) examples are the protected classes of